What positions do you need to fill in the coming year? What is your strategy for recruiting and hiring new employees to fill those positions?
Not every company has created a formal recruitment and hiring strategy. But in today’s challenging marketplace, where companies are juggling remote and hybrid workforces, it’s important to have a robust strategy in place to position your company for greater success. In particular, having a well-thought-out strategy can help you stand out from the crowd of companies also struggling to fill vacant — and often critical — positions.
When you don’t have a recruitment strategy as the foundation of your hiring efforts, managers can waste valuable time, go over budget, and fail to attract the top candidates for open positions. The result is that work is disrupted until candidates can be recruited.
A recruitment and hiring strategy is a comprehensive, repeatable plan that helps your company attract high-caliber talent. It should:
- Define the positions your company needs to fill
- State when the job opportunities will be posted and need to be filled
- Identify ideal targeted talent pipelines
- Provides details on the qualifications of ideal candidates
- Outline your evaluation process for identifying the right candidates
- Detail your employee value proposition to share with candidates
- Align your hiring resources with your business goals
To help make your recruitment program more successful, we rounded up some of the leading suggestions for creating a recruitment and hiring strategy from experts. You can use them to create a new hiring strategy or to make your current hiring plan more robust and impactful.
According to TechTarget, “To ensure that a company has an effective and efficient recruiting process for finding the right job candidates, the talent acquisition team must develop a recruiting strategy. This strategy can help determine how the company achieves its recruitment goals and supports the needs of all of its stakeholders. Once the overall strategy is defined, it can be divided into actionable tactics.”
TechTarget offered these tips among its suggestions for creating a recruitment strategy:
Assess current recruitment strategies: Review the company’s existing hiring plans to see what works and what doesn’t in areas such as hiring pipelines, job posting descriptions, and compensation offers.
Solicit feedback from stakeholders and candidates: Gather and incorporate stakeholder feedback from hiring managers, executives, employees, and HR teams, as well as job candidates.
Identify new ways to attract top job candidates: Prepare an internal communication channel to select the ideal forums to post for specific positions, create a social media campaign for recruiting, and identify metrics for measuring success by job position.
Recruitee stated that “in a skills shortage, developing an effective recruitment strategy is critical. Implementing the strategy will improve your success in talent acquisition and result in a sustainable and effective hiring process.”
Recruitee included the following ideas in its suggestions for creating a recruitment strategy for hiring top talent:
Outline what today’s workers want: There are the three key areas that candidates look for in a new employer, according to a Global Talent Trends study: flexible working options, focus on health and well-being, and meaningful work. Determine how your company can help achieve these employee goals.
Create a seamless candidate experience: Plan a hiring process that provides a way to build the employer-candidate relationship, including everything from the first impression to your post-interview process.
Develop a candidate persona for hard-to-fill roles: Using recruitment data from previous hires and informed assumptions, create a template that defines the characteristics of your ideal hire.
According to Workable, “Strategic hiring plans are about more than just headcount. They make business leaders stop and think about next year’s goals and whether or not the organization’s existing talent meets its needs.”
Workable shared several ideas for building a strong hiring plan, including these:
Perform a skills gap analysis: When you’re experiencing high rates of turnover, it’s a good time to reevaluate the skills you are looking for to ensure they are aligned with the skills you need today.
Establish the budget: You need solid revenue projections to support a successful hiring strategy. Review the financials broken down by cost center for the coming year and use them to guide your budget for each line of business.
Set company goals: Request input from the leadership team to identify the overall corporate goals. For example, the CSO may want to salespeople who can help reach revenue targets in the coming year.
As you develop your 2023 recruitment and hiring plan, consider whether you could use help from an experienced managed services provider like Talent 101 to help you find candidates with the right skills. We can help streamline and expedite the process, so you hire the right person in the right position faster and avoid the stress associated with unfilled positions.
